Research On Salary Management Of Commercial Banks

After our entry into WTO,foreign banks began to enter China.In order to develop financial products suitable for the Chinese market and culture,foreign banks seize the resources of domestic customers,quickly occupy the market,and "take local materials" to tap mature financial professionals of domestic commercial banks.Foreign banks rely on their advanced salary management methods and high standards of salary,attracting a large number of domestic commercial banks to join.Competing domestic commercial banks have seen a large number of financial brain drain,which has a huge impact on domestic commercial banks.In addition,since 2015,the salary system for the head of state-owned enterprises has been fully implemented,and the salary system for the head of commercial banks as state-owned enterprises has also been implemented.The salary system of state-owned enterprise executives has imposed strict restrictions on the salary of commercial bank executives,resulting in a cliff-drop in the salary of commercial bank executives from 2015.The enthusiasm of commercial bank executives has been seriously affected,and a wave of turnover of commercial bank executives has appeared.As the core financial talents of commercial banks,commercial bank executives play a decisive role in the development of commercial banks,and the turnover of executives has also brought about a great impact on commercial banks.Commercial banks urgently need to take positive measures to reduce brain drain.The most direct and effective way to attract and retain talents is to optimize and improve the salary management and raise the salary level.Taking the salary management of commercial banks as the research object,this paper selects the representative and standardized samples of state-owned banks,joint-stock banks and some city businessmen in China,collects the data of their total assets,total profits,total salaries,total salaries,the number of employees and the salaries of senior executives,and makes an empirical study with them.Normative,quantitative and qualitative analysis.Through the analysis of the status quo,we find that there are still many deficiencies and need to be improved in China's CommercialBank salary management.The main problems are low salary level,unfair salary,unreasonable salary structure,unscientific income distribution and so on.Through further analysis of the existing problems,it is found that the main reasons for these problems are the backward ideas of employees,the greater resistance of commercial banks'salary reform,the conservative salary concepts,the inadequate communication among employees,the confusion of employment methods,and the limitations of national policies.Through the analysis of the reasons,the paper puts forward some suggestions for improvement.First,we should change our minds and formulate advanced salary strategies;second,we should ensure the internal fairness of salary;third,we should optimize the income distribution system and explore the implementation of medium and long-term incentive mechanism.The research is mainly based on the classical theories such as demand hierarchy theory,two-factor theory,fairness theory and expectation theory,as well as the human capital theory of enterprise team put forward by domestic scholars recently,and the salary-profit theory put forward in this paper.The first chapter is the introduction,mainly introduces the research background,research purpose and significance,domestic and foreign literature re,view and research content and research methods;the second chapter mainly elaborates the related concepts and functions of compensation,as well as the theoretical basis for guiding the study of the article;the third chapter analyzes the compensation management of commercial banks in China.The fourth chapter is based on the previous chapters,put forward the suggestions and suggestions for the development of commercial banks'salary management in order to improve the overall level of commercial banks'salary management.The main innovation of this paper lies in the quantitative analysis of the total assets per capita,per capita profit,per capita salary of commercial banks,and the relationship between executive salary and employee salary.At the same time,by analyzing the relationship between per capita profit and per capita salary,we find out the ideal range of per capita profit and per capita salary of commercial banks,and innovatively put forward the salary-profit theory.Another innovation of this paper is to analyze the executive compensation of commercial banks combined with national policies.From the background of the policy,the impact of the policy on executive pay,and the problems found in the implementation of the policy,this paper puts forward some suggestions for improving the executive pay of commercial banks under the current policy background.Some city commercial banks,all agricultural commercial banks and village banks with poor management norms can not obtain the relevant data,and the research level can not fully cover all domestic commercial banks,which is the shortcomings of this paper.In addition,due to the limited energy and level,there is no choice of commercial banks more indicators of data analysis,research depth and breadth is not enough.With China's financial enterprises opening to the outside world in an all-round way,the market competition of commercial banks is intensifying,facing many challenges.This paper is based on the management practice,and has a certain guiding significance to improve and perfect the commercial salary system and improve the salary management level of commercial banks.